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EMPLOYEE RECRUITMENT AND SELECTION: HOW TO HIRE THE RIGHT PEOPLE

EMPLOYEE RECRUITMENT AND SELECTION: HOW TO HIRE THE RIGHT PEOPLE. Marketing Your Organization. Creating a positive public image for your business or organization Facility Appearance Valued community member - Environmental practices - Open space

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EMPLOYEE RECRUITMENT AND SELECTION: HOW TO HIRE THE RIGHT PEOPLE

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  1. EMPLOYEE RECRUITMENT AND SELECTION: HOW TO HIRE THE RIGHT PEOPLE

  2. Marketing Your Organization Creating a positive public image for your business or organization • Facility Appearance • Valued community member - Environmental practices - Open space - Community involvement and public service

  3. Marketing Your Organization Developing a positive internal image • How people are treated • Leadership and supervisory skills • Working conditions • Retrain and develop current employees for tomorrows needs • Ensure those you hire succeed • Wages and benefits

  4. “All the leadership, supervisory and motivation skills in the world will not compensate for a poor job of recruitment and selection”

  5. Before recruitment begins think carefully about the competencies required to do the job

  6. Writing Effective Job Descriptions • Title • Job objective • List of duties or tasks to be performed • Description of relationships and roles • Job standards and requirements • Salary range

  7. Recruitment Defined: Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, with appropriate qualifications, to apply for jobs within a business.

  8. Recruitment Methods • Suggestions from current employees • Word of mouth • Want ads • Government job services • College placement offices • Posting job announcements on bulletin boards • Executive search firms • The internet

  9. The Power of Email in Recruiting From: Bill@greatvalley.com To: Dave, Julie, George, Harold & Mike I am writing to let you know that I am looking for a dependable individual to be a field supervisor this summer. We work a six day 55 hour week starting at 7:00 AM. Starting pay is $12.00. I would most appreciate it if you would send any promising candidates my way. Many thanks, Bill

  10. Writing a “Help Wanted” Ad That Sells the Position Step 1. Give the appropriate job title Step 2. Say something positive about the organization Step 3. Describe the job Step 4. Highlight positive working conditions Step 5. If appropriate, provide information on wages and benefits Step 6. Indicate how to apply

  11. Example #1 “Farm worker wanted. Call 333-4444”

  12. Example #2 Assistant Farm Manager: Fourth generation, local crop farm seeks middle manager. Duties include hiring & supervision seasonal harvest workers, developing daily work schedules and other similar responsibilities. Competitive wages, 50 hours per week, overtime pay. Work with a modern line of well-maintained equipment. Opportunities for advancement. Fill out application at Successful Valley Farm, 123 Valley Rd, Successful Valley, PA 54321.

  13. Example #3 Shortstop needed for Springdale Country Club softball team: Looking for motivated team player who likes outdoor work. Requires golf course maintenance work on non-game days. Will train. Competitive salary and benefits. Previous softball experience not required. Please call 555-555-5555 From: Steven Tingle, North Carolina

  14. Targeting Labor Pools 1. Immigrant Workers 2. Retirees 3. High School Students 4. College Students 5. Homemakers 6. Part-Timers 7. Unemployed or Downsized Workers

  15. Creativity: A Key to Effective Recruitment 1) Write creative ads 2) Use the internet 3) Target specific labor pools 4) Always project a positive image

  16. Selection: Choosing The Right Person Employee selection is the process of choosing from a group of candidates the individual or individuals who will be offered a position.

  17. Selection Tools • Application forms • Interviews • Reference checks • Pre-employment tests

  18. Sample Interview Questions 1. Job related questions 2. Probing questions 3. General requirement questions

  19. Discrimination Our employment laws make it illegal to discriminate against an applicant because of: • Age • Sex • Marital status • Ethnic origin • Religious preference • Sexual preference • Disabilities

  20. Key Point Throughout the interview and selection process, it is important to focus on the competencies that directly relate to performing the job.

  21. Steps in the Interview Process Step 1 – Preparation Step 2 – Setting the Tone Step 3 – General Interview Format Step 4 – Legal and Discriminatory Questions Step 5 – Closing the Interview

  22. What job seekers say annoys them most about interviewers • Acting like they have no time to talk -70% • Withholding information about the position - 57% • Turning the interview into a cross-examination - 51% • Showing up late - 48% • Appearing unprepared - 47% USA Today Snapshots, Source: Development Dimensions International/Monster Worldwide

  23. Key Point: “What about my gut feeling?” Your gut feeling plays a role in the decision making process, however, it’s best to use your gut feeling at the end of the decision making process after all the relevant facts have been assembled.

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